The short answer to this question is no. Some of the differences between the two approaches are listed below.
- Managing diversity is about recognising the differences between people and celebrating them, and utilising those differences effectively in the workplace.
- Equal opportunities is about treating people equally, irrespective of their individual characteristics.
- Managing diversity is inclusive, as it has a broad focus across the whole range of individual or group characteristics: for example, flexible working practices benefit many people from many different situations.
- The equal opportunities approach has been interpreted by some as an 'exclusive' approach, as it tends to concentrate on specific groups, such as women, minority ethnics, disabled people and so on.
- Managing diversity is about bringing benefits to all by ensuring that everyone maximises their personal potential and their contribution to the organisation.
- Equal opportunities is heavily reliant on laws and regulations.
Clearly, equal opportunities and diversity are interdependent, as an organisation needs to emphasise both if it is to create an environment that nurtures the creativity of all employees.
Equal opportunities without diversity is treating everyone the same, potentially leading to 'political correctness' without common sense.
Diversity without equal opportunities is the complete survival of the privileged to the exclusion of others.
Neither can be truly effective without the other.
Thanks to Alchemy For Managers
